Start Here: A Word Before You Read On
If you’re reading this, something is probably happening at work that shouldn’t be. Maybe it just started. Maybe it’s been going on for months, or years. Maybe you’ve already reported it and now things are getting worse. Whatever the situation, the fact that you’re here means part of you knows it’s serious enough to take seriously.
You don’t have to have it all figured out before you keep reading. You don’t need to know if what’s happening “counts” as harassment under California law, or if your case is strong enough, or if you’re ready to file anything. That’s our job. Your job right now is to take care of yourself, gather information, and make smart decisions one step at a time.
This guide will walk you through what to do, what to avoid, and how to think about the choices ahead of you. Take what’s useful. Leave what isn’t. And when you’re ready, we’re here.
Step 1: Protect Yourself First
Before anything else, your safety and wellbeing come first. That includes your physical safety, your mental health, and your job security.
If you’re in immediate danger, get to a safe place and call 911. If the harassment includes threats, stalking, or physical assault, take it seriously and act accordingly. Don’t wait to see if it gets worse.
If the situation isn’t physically dangerous but is wearing you down emotionally, recognize that too. Workplace harassment causes real psychological harm. Anxiety, depression, sleep loss, panic attacks, and PTSD are common responses, not signs of weakness. Talk to a therapist if you can. Lean on people you trust. Keep yourself functioning while you decide what to do next.
Step 2: Document Everything
Memory fades. Details blur. The single most valuable thing you can do right now, before you do anything else legal, is start writing things down.
Keep a private log somewhere outside of work systems. Use a personal email, a notebook at home, or a notes app on your personal phone. Never use a company device, company email, or company cloud storage to document harassment. Your employer has access to all of it.
For each incident, record:
- The date and time it happened
- Where it happened
- Who was involved
- Who else was present or could have heard or seen it
- Exactly what was said or done, in as much detail as you can remember
- How you responded
- How you felt afterward
Don’t worry about whether each individual incident “matters.” Write it all down. Patterns matter. Cumulative impact matters. The small things you’d otherwise forget often become the evidence that wins cases.
Step 3: Save the Evidence
If there’s anything in writing or recorded, preserve it. Texts, emails, DMs, voicemails, photos, screenshots, social media messages, performance reviews, scheduling changes, anything that shows what happened or how you were treated.
- Forward work emails to a personal email account so you still have access if you lose your job
- Screenshot texts and chat messages, then back them up somewhere safe
- Save voicemails by recording them on a personal device
- Make copies of your personnel file, performance reviews, and any written warnings
- Keep a list of potential witnesses, including their names, roles, and contact information if you have it
Do not, under any circumstances, take confidential company documents, client information, or anything covered by a confidentiality agreement. That can backfire legally, even if your intentions are good. Stick to records that involve you, your treatment, and the harassment itself.
Step 4: Plan Before You Report
Reporting harassment to HR or a supervisor is often the right move, but the timing, the wording, and the method matter more than most people realize. A poorly worded complaint can hurt your case. A well-prepared one can strengthen it significantly.
Before you report, consider:
- Who you should report to. Your employer’s harassment policy should name a person or department. If your harasser is the person you’d normally report to, escalate above them.
- Whether to put it in writing. Verbal complaints often disappear. Written complaints, sent by email or through a formal HR system, create a record that can’t be easily denied later.
- How to describe what happened. Stick to facts, dates, and specific incidents. Avoid emotional language, accusations of motive, or speculation. Let the facts speak for themselves.
- What you’re asking for. A clear request (an investigation, separation from the harasser, a transfer) gives your employer something concrete to respond to or fail to respond to.
If you’re not sure how to handle the report, talk to an attorney first. A 30-minute consultation can shape how you write the complaint in a way that protects your rights and strengthens your case if things escalate.
Step 5: Know What Not to Do
There are a handful of actions that consistently hurt harassment cases. Avoid them if you can.
- Don’t confront the harasser alone. It rarely ends well and can be used against you later.
- Don’t quit unless you have to. Quitting can complicate your legal claim and limit your damages. If the situation is unbearable, talk to an attorney before resigning.
- Don’t sign anything you don’t fully understand. Severance agreements, NDAs, arbitration agreements, and “voluntary” performance improvement plans can waive significant rights. Always have an attorney review these before signing.
- Don’t post about it on social media. Anything you post can be used by your employer’s legal team. Vent privately, not publicly.
- Don’t badmouth your employer to coworkers. Word travels. Stick to documenting and consulting professionals.
- Don’t delete anything. Even if you’re embarrassed by a message or response, preserve it. Selective deletion can look like you’re hiding something.
Step 6: Talk to an Attorney Early
This is the step most people delay, and the one that makes the biggest difference. You don’t have to be ready to file a lawsuit. You don’t have to know if you have a case. You don’t have to commit to anything.
A free consultation with an experienced employment attorney gives you something invaluable: clarity. You’ll find out where you stand, what your options are, and what the realistic outcomes look like. You’ll also learn what to do (and what to stop doing) to protect your rights from this point forward.
The earlier you talk to an attorney, the more we can do. Cases we get involved in early are almost always stronger than cases that come to us after months of unrepresented decisions. There’s no downside to a free, confidential conversation. There’s a real downside to waiting.
What to Expect From a Consultation With Sparrow
We know reaching out is hard. People worry about being judged, about being told they don’t have a case, or about somehow making things worse. Here’s what actually happens when you contact Sparrow Law Group.
- The call is free and confidential. Whether or not you become a client, nothing you tell us leaves our team. No one at your job will know you called.
- You’ll speak with a real attorney. Not just an intake screener. We listen to your full situation, ask thoughtful questions, and give you a real assessment.
- There’s no pressure. If you have a case, we’ll explain why and what the next steps look like. If you don’t, we’ll tell you honestly. Either way, you’ll leave the call with more clarity than you started.
- You pay nothing unless we win. We work on contingency, so there’s no retainer, no hourly billing, and no fee unless we recover compensation for you.
You Don't Have to Decide Everything Today
You don’t have to be sure. You don’t have to be ready. You don’t have to have all the evidence in order. You just have to take the first step, and the first step is talking to someone who can help you see the whole picture.
Sparrow Law Group represents California employees facing every form of workplace sexual harassment. We’ve helped clients walk through exactly what you’re walking through now, and we’ve recovered significant settlements for people who weren’t sure they had a case when they first reached out.
When you’re ready, we’re here.
Ready to Talk to a Sparrow Attorney?
Free, confidential consultations. No fees unless we win.
